Suggestions for Corporate Career Pages

I have made recommendations or decisions regarding the design and information provided on corporate career pages. I've looked for work in the Silicon Valley at various times and have always noted the improvements and disasters on various websites.

During the last few years, I have heard a lot of nightmare stories and complaints about corporate sites. Now that I’m looking for my next job, I’ve been surprised and even shocked to see how terrible some of these sites have become.

In this challenging economy, companies are been overwhelmed with resumes and struggle to manage them and harvest top candidates. Companies want to deter unmotivated candidates by not making it too easy to submit a resume, and they want help sorting through and qualifying candidates. Companies and vendors have provided a variety of solutions manage the process.

When I make decisions on career pages, priorities include:
1. An overview about the company, culture and benefits, giving candidates enough information to be intrigued, but not overwhelming them.
2. Ensuring that the job location with full address is available.
3. Easy navigation. I don’t want candidates to click through endless pages of information to do a job search.
4. Clearly written job postings, good instructions about submitting resumes and an automated response for received resumes.
5. Most of my small companies have just used spreadsheets to track candidates, but I have been asked to evaluate ATS (Applicant Tracking System) options. Companies can receive hundreds or even thousands of resumes. I look at pricing, the ability to scale, sort, create reports, and move information in the event we find the system does not have capabilities mentioned in the sales cycle.
6. The internal and external customer experience is important. Internally, we have to find information easily, and customers should have a good experience on the website.

Here’s what I have found:
1. Either way too much or too little information. Some companies want me to read several pages, review their technical product information (and I’m not an engineer) and view a video. Other companies have almost nothing about the company’s needs, opportunities or culture.
2. I can’t find the company’s address: it is not listed, the contact page is a form, and the jobs listed don’t mention a city name. Guaranteed that company misses out on candidates.
3. A series of menus to navigate to search through positions. Here’s a common example for the location element:
   a. Select country.
   b. Select region.
   c. Select state.
   d. Select city.
These are pull-down menus, and if the company has 4 local offices, I have to go through the menu 4 times. Using checkboxes, Control holds or zip codes are much easier.
4. Poorly written job descriptions that are not uniformly designed, don’t say what you really need, and even the fonts are different.
5. Crazy-making resume submission processes. I found a few great sites where all of the steps are listed across the top of the page so you know what’s expected and where you are in the process. More commonly, there is a place to upload a resume and then one must complete many form fields with the same information already provided in the resume. Some of these forms are inflexible or misidentified so as to make that information useless.
6. Once the candidate has provided all of the information, and this could take 30 – 60 minutes to customize, upload, etc, then there’s another hurdle: essay questions and other quizzes.

I have never seen anything like I’ve seen in the past few months. I will go the extra mile for companies and positions of interest, but how much time do I realistically want to spend on these websites? Candidates can and do complain about job sites in person, in email groups, in social media and other outlets. It’s poor PR for a company, and that criticism is out there forever.

Some suggestions:
1. Act as if you’re a candidate and look at your website. Is it easy to navigate? Are instructions clearly written and available on each page?
2. Create a sample resume and put it through the system you currently use. Was it a painful and difficult process or did you walk away feeling good about it? You could enlist a few people into a users’ test group and gather feedback. Act on the feedback.
3. See that your address is listed.
4. Create an automated response so candidates know you received the resume.
5. If you’re going to use qualifying questions or quizzes, be sure they relate to the position and that candidates can’t find the exact question and answer on websites.

The economy is recovering and there is a war for talented candidates. Don’t make it so hard for candidates to apply that they decide against it.

If you have additional thoughts or experiences, please post a comment. If you’ve found an exceptional site you’d use as a model, it would be great to post an example: kindly provide the company’s website address.

More on Setting Boundaries and Professionalism

This entry directly refers to my 2/28/09 column.

I received a lot of emails and calls from people in my professional group following my posting to the group. It occurred to me that this is an issue women may face more than men, and I had several exchanges about this.

We women need to learn not to take it personally if someone says, "No, I can't." Because it isn't about you, it's about a person's time and other commitments.

We need to learn when to say no and mean it.

Many job seekers are worried and scared. Some are desperate. They're being told to go network and ask for informational interviews, and that' s a smart thing to do. It is important to remember that many workers are doing more than their own jobs - they are overcompensating for people who have been laid off or for openings put on hold. They're busy, so respect their time.

Approach another person with this thought: I'll state what I'm looking for (mentor, job lead, etc.) and without taking it personally, will understand when someone can't help.

What are your thoughts?

Setting Boundaries and Professionalism

I'm the founder and quasi-leader of a professional group: Silicon Valley Women in Human Resources...and Friends. You can view our website at www.ourhrsite.com. The purpose of our group has always been to create a great network and find/be mentors. We usually have great speakers, too, and all of this for FREE.

This twelve-year-old group has over 1,500 members. I created and update the website, we have a bulletin board, and I create and send mailings at least twice each month. I maintain the email database and promote the group.

Because times are difficult, I've had an increasing number of people placing demands on my time, skills and network. I understand the need to find work and ask for help, I really do. Having said that, there are people who do not know how to ask for help and accept my own limits. I'm printing below a copy of a note I sent to our group as it speaks to the problems many of us are experiencing. I'll post a separate blog regarding responses and additional thoughts.

I’m going to address something really needs to be said, and I sincerely hope you bear with me.

I recently added the following note to our mailings:

I can’t mentor you, and please don’t send me unsolicited resumes. I wish I had the time to individually mentor you, but I don’t, and I won’t be of much help. With all the time I take for this group, my work and my book, I don’t have time left over. Come to a meeting and meet someone who can help. I receive a lot of unsolicited resumes and never open them. If I’m recruiting for a position, that’s one thing, but other than that, I’ve got other things on my plate.

The time I donate for this group is just that: donated. I have to earn a living, too! I’d like to think I have politely described my life and set expectations, but apparently I’ve upset at least one person and probably more. If you’re upset with me, you may not be reading this, but just in case, it has never been my intention to be rude or off-putting; I am guiding you toward help.

I receive an unbelievable amount of email: personal, professional, mail regarding our group and the bulletin board. I have removed myself from several email lists as I simply do not have time. I have had an onslaught of mailings and calls from companies and individuals wanting me to help them (gratis, of course) or buy their products/services.

I received a mailing from Valerie Frederickson, and that’s an email I always read. (www.vfandco.com) This is from her last mailing, reprinted with Valerie’s permission.

"Dear Valerie: I get a newsletter from an HR professional group. This month the author wrote, “I can´t get you a job. I can´t introduce you to anyone. I don´t want your resume. I can´t network with you.” It really turned me off. I thought that´s what these groups are for. Don´t you think that´s a little mean-spirited? - Peeved Dear Peeved: It´s a harsh message, but put yourself in her shoes. She has to make a living, and she can´t do it by spending all of her time holding informational interviews and networking on behalf of laid-off HR folks. They don´t pay her bills. This, in fact, is the great unspoken disappointment for job seekers: A lot of employed folks simply can´t afford to allocate the time to help them, at least not in this economy, when everyone is focusing on whatever they need to do to keep the lights on. So give this woman a break—she may not get high marks for diplomacy, but at least she´s being honest!"

When I read that Q&A, I immediately thought this was regarding me, and I confirmed this was the case. (I don’t know who “Peeved” is.)

I’ve had conversations with several founder/organizers/thought leaders, and we’re all facing the same issue. Some people take our time for granted, not truly realizing that all of us need to earn a living, and seem surprised to see us look for work. We are pulled in every direction and all of us have learned to say, “I’m sorry, but I can’t personally help you. Here’s what I provide for you and others.” Ironically, most of us are in these roles because we are people who want/like to help, but our talent is to create a framework enabling many people to help themselves.

Friends and long-time acquaintances have seen an evolution in my style and my ability to say “no.” You know I will be honest with you about what I can or cannot do. This is how professionals set boundaries.

Recently, I attended a meeting, and a woman saw my name, recognized it, and asked me to review her resume (for free and on the spot) and mentor her. We had never met, and although she knew of our group, she was not a member. Her face fell when I told her that, unfortunately, I don’t have time to personally mentor anyone right now and I am paid to review resumes. I politely recommended she join the group and find the help she needs. Is that harsh or is that realistic?

Here’s an analogy. I’ve given you the use of a beautiful kitchen, complete set of cookware, a full pantry and refrigerator plus a collection of cookbooks. Am I also obligated to make dinner for you - or is it up to you?

If you are new to our list or haven’t really read my mailings before, here are a few key points.

1. We have over 1500 people on the mailing list and my volunteer work for this group easily takes several hours weekly. Please think about that.
2. I am married and have friends. I lead a full life with hobbies and interests.
3. Although deserving, I have not won Lotto and must work. Part of my work involves coaching people in their job searches, reviewing resumes, etc. and I’ve just accepted a role where I’ll do this 30-35 hours/week. I am paid for this work. I also do HR consulting, so that is not a freebie for casual consumption; clients get the benefit of limited free advice, and then I invoice. That’s what a businessperson does.
4. I’ve been working hard on my next book release and that is time-consuming.
5. I do professional speaking and am also involved in the Mountain View Relay for Life.
6. I donate time to do presentations to job search groups.
7. I’m on LinkedIn, Facebook and Plaxo.
8. I take art and history classes along with HR seminars.

I hope you now understand why I cannot answer each request, why my responses are brief, and why I always say:

ü Join the group, attend and find your own mentor or be a mentor. Come and build your network!
ü Join the bulletin board and post your resume, positions, and post other announcements.

If you want to quote me in context, you’re welcome to do so. I know there are people on this list who face the same issues.

Marcia Stein: MIA: Candidates for 15th District

Marcia Stein: MIA: Candidates for 15th District

MIA: Candidates for 15th District

I’m a registered Democrat who votes for the person I think will do the best job, irrespective of party affiliation.

Congressman Mike Honda is my representative, but I rarely see him. I attended two town hall meetings a few years ago, but I have not seen him since then. Oh, I receive his emails and have explored his blog, and it’s interesting but insufficient.

A few months ago, I was at home and received a robo-call. The recording indicated that I could join a teleconference in progress, and I did so. It lasted about an hour, but I joined 10 minutes late. I saw something about another teleconference, but it was during the day and I had to work.

I contacted Congressman Honda’s office several times, asking when he would make public appearances. I’m on the mailing list for announcements, but he hasn’t been around. I’ve called regularly and written to the Congressman’s office. Given the state of our country, I believe he should be communicating with his constituents in person on a regular basis.

I looked at the resolutions he sponsored, and can’t say that this is a distinguished or visionary representative. You can review the resolutions at http://thomas.loc.gov/cgi-bin/bdquery/R?d110:FLD003:@2(rep+honda). Do you know what he co-sponsored (one of 53 co-sponsors) that was passed in July, 2008? House Resolution 415, honoring veterans of Asian and Pacific Islander descent who fought in the United States Civil War. This, at a time when people are losing their homes and their jobs. It’s an outrage! It isn't enough to be a nice guy. We need a real representative who will work to improve our nation.

As this is an election year, I researched to learn who was running against him. I found Joyce Stoer Cordi, a Republican. Her website looks interesting, but she had no information about public appearances. I emailed via the website, and Luis Buhler replied, “Joyce has been making regular public appearances.” Later, Ms. Cordi wrote, “I am anxious to debate Mike and am hoping the legal of women voters will be willing to stage such an exchange – In the meantime, my website = www.cordiforcongress.org – And the other items I mentioned should give you an idea of how I think etc.. Also, I am happy to sit down over coffee and have a conversation if that helps you to decide – ”

I also found a Green Party candidate, Peter Myers, and he did not respond to my email.

I have not seen notices about any appearances or debates, and do not understand this in an election year. Does Congressman Honda believe that he has an easy re-election due to the number of Democrats in the district, so much so that he is not answerable to us at all? Did Ms. Cordi basically give up on a decent run for this seat for the same reason?

Are we truly in a democracy when our sitting and potential representatives do not feel the need to speak directly to our district?

As it stands, I cannot vote for any of these candidates.

Change Congress - Government Reform

The average person in America (and outside) knows we have deep, systemic problems as a nation.

There is a new website called Change Congress. Their website notes: "Change Congress is a movement to build support for basic reform in how our government functions. Using our tools, both candidates and citizens can pledge their support for basic changes to reduce the distorting influence of money in Washington."

They're on Facebook if you'd care to join them there, too.

Because our elected representatives won't fix this country on their own, we'll have to push them!

Response to Congressman Mike Honda's State of the District

I received an update from Congressman Honda and posted a response. Because responses are moderated, there is a chance my comments will not be published.

His email said: "Recent economic indicators are pointing to a slow down in our economy. By providing an economic kick start to the economy, it is possible that we can avoid further economic decline.

This week my colleagues and I in the House passed an economic stimulus package that will give a much-needed boost to our struggling economy and provide real assistance to lower- and middle-income families."

Personally, I don't think giving people a small amount of money is going to help our situation. We are spiraling downhill and our elected representatives are so far out of the loop, they do not understand everyday Americans. Yeah, yeah, I know they talk about us working class folk while running for office, but the reality is that millionaires in public office don't share the everyday life, don't know our real concerns, don't see public schools decline. The Lobbyists have a lot more power than the average American, and that's wrong.

There are a lot of things we can do to fix this country and when I wrote on the Congressman's blog, I only addressed these items:

1. Illegal immigration is expensive in every way and very unfair to those who followed the process.
2. Stop aid to Mexico (largest source of illegal immigrants) and instead offer incentives to companies to build factories/business there and train locals. They get to stay at home and we don't have increased expenses.
3. Companies outsourcing work should be taxed. They took jobs out of the USA for better profit margins, but it took jobs/income from people here and that lowers the tax base, increased the number of people who need public assistance.
4. Fix our trade agreements. No way in hell should most of our products be made in China, a place with just about no oversight at all. This can and should be done unless you favor lead in children's toys, prescription drugs with iffy contents, and more jobs sliding out of the US.

SHRM's Final Decision

I'm pasting below a series of emails and some notes so you can see what happened. It is very disappointing but I hope that when SHRM has new leadership they will consider that their products are in conflict with the livelihoods of some of their members.

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10/30/07 - I received a SHRM mailing advertising their program and I wrote to Martin:

"It was my understanding that I would see an email from you not only to me but to all the people who wrote to you.

When will we see your response?"

Martin responded that day:

"Thanks again for talking to Bob and myself yesterday. I feel our discussion was yet another important step in helping you understand SHRM's perspective and focus on our member's needs and our philosophy in building our programs and services for our membership in aggregate. We appreciate your perspective and feel we understand your point of view very well at this point in time.

I will put something out to you and your colleagues tomorrow to address your collective concerns. I would certainly hope that our response would address any lingering questions that you and your colleagues would have."

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Well, I still don't understand SHRM's decision and replied:

"It grieves me to say that I do not understand SHRM's perspective, that this program is a paid service competing with your members, that it does not match SHRM's mission and is in fact a "conflict of interest" with your own members. That's shocking considering that conflicts of interests are addressed in the ethical guidelines, so I know SHRM has given some thought to ethics at one point.

I am looking for your response to those who contacted you about this matter and they have been waiting for over two months. Each person who takes the time and energy to write to you represents more people who will not write letters. I know that some of the people who wrote are SHRM members and others had been considering joining."

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10/31 Martin wrote:

"Here is a quick update marcia. I have completed a response for your colleagues. I need to run this by a few people internally before I send it out."

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11/7 Martin wrote to the people who had contacted him and copied me:

"I have been in contact with Marcia Stein in response to her posting to you and a number of your colleagues recently. I listened to Marcia’s commentary and perspective and have made multiple efforts to help Marcia understand SHRM’s mission, both via telephone and email correspondence. I have heard from about nine people in your group, and respectfully submit a response that aggregates all of those perspectives. I am including a copy of Marcia’s original posting in the post script as a refresher for you to view.

I certainly hope that my response will suffice as an explanation and I would respectfully ask that you all not email me directly, as it is virtually impossible for me to respond to everyone individually. I have put forth my best effort in working with Marcia and feel I have made SHRM’s perspective as clear as possible for everyone. What follows below is that perspective. I appreciate your attention to this and wish you all the best of luck in your endeavors.

We at SHRM take our member concerns seriously and always look to satisfy as many of our 225,000 members as we possibly can.

SHRM has been offering products and services as part of our ‘contract’ with the HR profession to Serve the Professional; essentially providing the products, services and support necessary to help HR professionals be better at their jobs. This is one pillar of our mission statement and we take it very seriously. The other pillar is to Advance the Profession, so essentially helping to build and shape the agenda for the HR profession.

Again, our success in servicing the HR professional is predicated on the fact that we have taken steps in the past decades to produce products internally or in partnership with other organizations to address the full spectrum of HR needs.

These offerings include, but are not limited to; conferences, educational seminars (diversity, total rewards, creating a balanced scorecard, etc.), certification preparation products (the SHRM Learning System, the SHRM Global Learning System), assessment products (the HR Competency Study and tools), research, benchmarking products, e-Learning, etc.

In fact, we often times jointly produce research and products with, what could be construed as, our competitors. Most recently, SHRM co published a Corporate Social Responsibility study with other global associations. We do this because we look to address global issues and look to our association partners to contribute as being experts in their various geographies. We ultimately look to put the best information out there for our membership.

While the above list is not at all exhaustive, it does represent a portion of our offerings and shows how we address the various needs of HR professionals and how we plan to stay abreast of developing needs as we monitor our membership for new product and service streams that are necessary or where the membership feels underserved.

SHRM is probably, in some way, shape or form, in many spaces that could be interpreted as being competition for other associations, commercial enterprises, and consultancies. As you can see, a number of the above listed products and services overlap with products or services that consultants teach, create, sell or resell. The same goes for a number of commercial enterprises. We factor in all of these universes as we scope products and services that we feel are market viable and try to remain as aware of ‘impact’ as possible. We have an exhaustive internal process to vet the value of a partnership or a product or service to make sure we are offering our members the best possible solution that we can. Our membership expects that.

We feel it is our duty as a full service association to address member needs as they arise and as we are able to address them. This includes both investments and the creation of products and services that have an attached revenue stream. We have been operating as such for decades and we have incorporated this into our governing instruments. We are fully compliant in our legal and ethical rights as an association to conduct our business in the way we have in the past and will continue to do so into the future. We invest our revenue stream into efforts that serve to Advance the Profession, such as CEO Exchange. We are held accountable as a responsible association to have a reserve balance in place and I welcome you all to look at our annual report to see these numbers. Please see the following link, http://www.shrm.org/annual/07ARFinal.pdf. We look for direction from our membership, in aggregate, as we scope out and ultimately produce products and services. Please bear in mind, we will continue on this path as we constantly monitor the pulse of our membership.

In closing, I would like to thank each and every one of you for your patronage and support. I truly hope that we can serve your needs in the future.

Thank you all for your attention to this perspective."